2022 Affirmative Action Program
Key Results
Commission Briefing
Item No. 11c supp_____
Meeting Date: Octob er, 11, 2022_
Affirmative Action (AA) Program Purpose
• As a federal contractor, the Port is required to create annual AA
Plans for Women & Minorities, Individuals with Disabilities,
and VEVRAA-Protected Veterans.
• Ensure good faith efforts taken to recruit, hire and retain
qualified women, minorities, individuals with disabilities, and
VEVRAA-protected veterans.
• Ensure representation of women, minorities, individuals with
disabilities, and VEVRAA-protected veterans meet standards
set by Office of Federal Contract Compliance Program (OFCCP).
2
2022 Affirmative Action Program Highlights
3
• Resolution of 2021 underutilization of women in Professionals 2 EEO Job
Group.
• No underutilization of minorities in any of our 17 EEO Job Groups.
• No underutilization of women in 15 of our 17 EEO Job Groups.
• Underutilization of women in 2 EEO Job Groups.
• The Port’s 2022 EEO Compensation Analysis showed salary differences
of more than 7.5% amongst some employees performing the same
job. These differences impact employees regardless of race
and gender. Human Resources is currently working to finalize the pay
equity methodology. Following the application of the pay equity
analysis, we will remediate discrepancies identified.
• Rolled out Discrimination-Free Workplace training for managers.
2022 Affirmative Action Program Highlights
2021 2022 Change
Individuals with Disabilities 6.57% 7.94% +1.37%
VEVRAA-Protected Veterans 9.50% 9.52% +0.02%
4
12 of 17 EEO job groups align with, or exceed, the OFCCP goal for individuals with disabilities
15 of 17 EEO job groups align with, or exceed, the OFCCP benchmark for VEVRAA-protected veterans
2022 Underutilization
5
EEO JOB GROUP TOTAL NUMBER FEMALE EMPLOYEES AVAILABILITY /
CLASS GOAL
DIFFERENCE
Technicians 135 51 59.64 -8.64
Non-Commissioned Protective
Services, Command
23 1 4.15 -3.15
2020
EEO JOB GROUP TOTAL NUMBER FEMALE EMPLOYEES AVAILABILITY /
CLASS GOAL
DIFFERENCE
Technicians 134 49 65.83 -16.83
Non-Commissioned Protective
Services, Command
26 1 6.19 -5.19
2021
DEMOGRAPHICS AT A GLANCE
2022 Affirmative Action Program
6
7
8
Port Demographics v. County
Population Demographics (King, Pierce, Snohomish)
Port of Seattle King County Pierce County Snohomish County
Female 34% 49% 50% 50%
Male 66% 51% 50% 51%
9
Port of Seattle King County Pierce County Snohomish County
White 65% 54% 62% 64%
Minority 35% 46% 38% 36%
Opportunities Moving Forward
• Partner with Talent Acquisition and Emerging Talent to identify recruitments for
positions within the Technicians and Non-Commissioned Protective Service EEO Job
Groups. Once identified, we will conduct targeted outreach and recruitment of
women to ensure diverse applicant pools.
• Complete Workplace Responsibility and Employee Relations process improvement
work currently underway with support from CPI Specialist.
• Refresh Port-wide EEO compliance trainings, in consultation with ERGs and D&D
Council, to ensure they are current with all applicable laws and regulations.
• Continue to update HR and Code of Conduct policies to include a review of policies
through an equity lens.
• Onboard new Affirmative Action Program Manager to administer the
Port’s Affirmative Action Program under the direction of the Senior Manager,
Employee Relations.
10
